How can you learn from the feedback and perspectives of your new coworkers and managers?

Being Curious & open helps a lot with learning from feedback. The enemies of learning would be acting defensive or having the blame game in picture. Be open in asking questions, seek clarity & their perspective. This helps to gain insights, avoiding the misunderstandings & show respect to the coworkers.

The first step to learning from feedback is to be open to feedback. If you aren't an active participant, you won't find a way to grow.

Being open and curious about feedback from new coworkers and managers can be a blessing if you're receptive. Approach each piece of input with a mindset of exploration. Curiousity turns feedback into a gift, revealing hidden strengths and areas for growth. For example, when receiving feedback, ask, “Can you tell me more about what you noticed?” This invites deeper discussion and fosters a culture of continuous learning and collaboration. Embrace curiousity - it’s your gateway to personal growth and richer team connections.

Embrace feedback by actively listening and asking clarifying questions to understand the context and intent. Observe how your new coworkers and managers operate and adapt their successful strategies into your own approach. Keep an open mind to different perspectives and integrate constructive criticism into your work habits. Regularly seek feedback and reflect on it to identify patterns and areas for growth. Demonstrate responsiveness to feedback by making visible improvements. This process not only helps in personal development but also in building stronger professional relationships and aligning better with team goals.

Every new team member brings something unique to the table which they learned from their previous roles & companies. Seeking feedback provides an opportunity to utilize their expertise, experience, & knowledge to make improvements in existing processes. Gather feedback regularly at the end of each project, seminar, or key task. This will help you identify the inefficiencies & challenges in the existing processes that you might be unable to spot. By creating a culture of regular feedback, you can utilize the fresh perspectives of new coworkers & managers to make improvements. The key here is to initiate the discussions. This will provide a comfortable & safe environment for new team members, encouraging them to share insights.

I often encourage leaders to have follow up check points with new employees especially after they've done or experienced something for the first time. These check points can be used to understand how they learn, what they observe, and how a process can be improved. It also serves as a way to build rapport.

To learn from the feedback and perspectives of your new coworkers and managers, make it a habit to seek feedback regularly. Don’t wait for formal reviews or surveys. Instead, ask for specific and constructive feedback after completing projects, presentations, or problem-solving tasks. Regular feedback will help you identify strengths, areas for improvement, and understand expectations better.

Ask your coworkers about their previous roles and what brought them to this company. For your manager, understand their leadership style and the team's history. New coworkers may have specific skills or knowledge you lack. Tap into their strengths. Understanding your manager's goals for the team will help you align your work and contributions.

Think of feedback as a treasure map - seeking it regularly is like finding the X that marks the spot for your growth. Make feedback a part of your routine by inviting it often. Try something like, “What’s one thing I can do better next time?” or “How can I better support the team?” This approach turns feedback into a dynamic conversation, making it a natural and valued part of your work culture. By actively engaging in this feedback exchange, you not only refine your skills but also build deeper connections with your team, transforming every piece of input into a stepping stone for success.

As a Senior Manager in Business Intelligence Leadership, I can't stress enough the importance of acting on feedback. It's like a coach reviewing game tapes - you see where you need to improve and then you hit the field to practice those skills. It's not just about nodding your head and saying "good point," it's about taking that feedback and turning it into action. Whether it's tweaking your data analysis approach or enhancing your team's project management, acting on feedback is how you score big wins in the workplace. ???? #LeadershipGoals #FeedbackIsGold

Ensure that your organization has an established feedback loop that outlines how feedback is collected, where the feedback goes, and a clear response to the feedback given. In my experience, when people understand the process and observe that it is utilized in an equitable manner, they are more likely to contribute feedback that will ultimately build more effective operations for your organization.

Take time to reflect on feedback before responding. Consider the context and separate emotions from the message. If feedback is vague, ask for concrete examples so you can understand the desired improvement. Work with your manager to create a plan on how to address any feedback received.

Les commentaires ne seront utiles que s’ils sont utilisés et les personnes émettant les commentaires ne doivent pas hésiter à montrer la voie de ce qui est attendu. Prendre note des commentaires, faire une analyse du retour en faisant également une introspection sur la fa?on dont a été le projet par exemple puis mettre en place un plan d’action (à quelle occasion le mettre en ?uvre ? Comment le mettre en ?uvre ? Comment cela aurait changé l’issue du projet ? ) pour appliquer les feed-back.

From my perspective, understanding and acting on feedback from new coworkers and managers is key to building strong relationships and ensuring a smooth integration into a team. When you actively respond to feedback, it signals that you're committed to both personal growth and the team's success. This openness to different viewpoints not only enhances your own performance but also strengthens the overall workplace culture by fostering collaboration, trust, and continuous improvement.

Offering thoughtful, constructive feedback helps create a culture of openness and mutual respect. Start by being specific and actionable, focusing on observations rather than judgments. For instance, you might say, “I noticed your approach in the last project meeting was very collaborative. How did you develop that method?” This not only invites learning but also encourages dialogue and strengthens team dynamics.

When you provide constructive insights, it not only demonstrates your engagement and commitment but also encourages a culture of open dialogue. Approach feedback with a solution-oriented mindset, highlighting both areas of strength and opportunities for growth. Remember, your unique perspective as a newcomer can offer fresh angles, potentially leading to innovative ideas and enhancements in processes.

Il est essentiel de savoir ajouter sa pierre à l’édifice dans l’environnement de travail. Donner son avis signifie être engagé et impliqué. La culture d’entreprise doit être sans cesse en évolution et les collaborateurs sont la clé de cette évolution. Il est donc important de savoir faire des retours constructifs, argumenter et tournés vers l’avenir, offrant ainsi des solutions ou des pistes d’amélioration.

Feedback is a two-way street. Share your observations and recommendations with your coworkers and managers respectfully and constructively. You contribute to the team's improvement by giving feedback and expressing your expertise and value. This exchange of perspectives fosters collaboration and positions you as an engaged and thoughtful team member.

Lorsque vous donnez de la rétroaction, il est utile de l'accompagner de suggestions concrètes ou d'alternatives. En plus de partager vos observations, proposer des solutions ou des idées d'amélioration permet d'enrichir l'échange et de rendre la rétroaction plus actionnable. Cette approche démontre non seulement votre esprit de collaboration, mais elle aide également vos collègues et gestionnaires à mieux comprendre comment ils peuvent s'améliorer ou ajuster leur approche, renfor?ant ainsi la qualité des relations de travail.

I believe that when someone leaves, it's important to have 'leavers meeting' where we understand what was the driver to them leaving and if we could have done anything differently whilst working for 'x' company. When someone joins a company, I believe this is another great way to learn, evolve and grow. Introducing a back-to-the-shop floor to work through various interacting departments to understand the process flow and identify early opportunities or fresh perspective thinking. Having a 'early observations meeting' to learn about the fresh perspectives of the new team member and using that knowledge to potentially evolve. This is also a great way to introduce the new member to various departments

When you receive feedback, take a moment to sit with it - no knee-jerk reactions ;). Reflect on the context and intention behind the feedback. Ask yourself: How can this insight help me grow? What changes can I make based on this? Keep a journal to track feedback and your responses. Adapt by setting specific, achievable goals that align with the feedback. Make adjustments in your approach and monitor the outcomes.

Learning from the feedback and perspectives of new coworkers and managers requires active listening, an open mind, and humility. Approach feedback as an opportunity to grow, not as criticism, and ask thoughtful questions to clarify and understand their viewpoints. Embrace diverse perspectives as a way to broaden your skills and adapt to the team’s culture. Show appreciation for their input and implement changes where needed—it demonstrates your willingness to learn and contribute effectively.

L’épanouissement professionnel passe nécessairement par l’évolution de ses pratiques, de ses méthodes de travail, de ses compétences. Et pour arriver à évoluer les retours et commentaires sont une sources inépuisables pour l’apprentissage. Il est important de noter également les retours positifs et d’analyser ce qui fonctionne afin de ne pas tout modifier sous couvert du changement.

Ask clarifying questions. Instead of assuming you fully understand the feedback, dive deeper by asking open-ended questions like, “Can you share an example?” or “What would success look like in this area?” This not only helps you gain a clearer understanding but also shows you're genuinely invested in learning and improving. It opens the door to more meaningful dialogue and continuous growth. Clarifying ensures the feedback you receive is actionable and aligned with your goals.

Thank your coworkers and manager for their feedback. Get to know your colleagues outside of work-related discussions. Identify someone you admire and express interest in learning from their experience. Pay attention to how your manager and colleagues handle tasks and projects. Learn from their approaches. Suggest coffee chats with colleagues from different departments to gain a broader perspective.

By inviting new colleagues and managers to meetings, hurdles, brainstorming sessions will add new and diverse perspectives to company processes.

I will say for this one that you should not take what they say personally because they are just providing their view on what you should do or how things should be done because it is only business, not personal.

In addition to these strategies, remember that feedback can come in many forms, including informal conversations, observations, and even self-assessment. Stay receptive to all types of input, and consider how your unique background and experiences can bring fresh perspectives to your new team. Embrace feedback as an ongoing journey, not just a one-time event, to continually enhance your organisational contribution.